Abstract Employer branding is an approach to recruit potential employees, it can be significant for organizations to have the most appropriate human capital in order to increase the effectiveness and build competitive advantage. It is important for all types of organizations, equally for the private and public sector, to understand what effect advertising has on potential employees. Recruitment advertising has been ranked second in terms of its reliability when finding jobs, and nowadays happens mainly through online media, as it is cost effective and it is possible for organizations to reach a wider audience. The public sector in Sweden is responsible for about 30% of the labour market. Despite this, young professionals have negative perceptions about working in the public sector and young professionals also have a lack of presence in the public sector. However, young professionals are essential in organizations as they bring knowledge, new ideas and have a diversity of perspective and experience. Therefore, this paper aims to discover employer branding advertising strategies in attracting young professionals to the public sector. This study is done through an online media content analysis of the 10 biggest regions and municipalities in Sweden, the study also consists of three in depth interviews with employees working with recruitment in three municipalities in Sweden. The research has concluded that public organizations are aware of what young professionals value and that the advertisements are eligible for young professional. However, some shortcomings in the advertisements have been found with room of improvements, with the main focus on creating a positive image in the mindset of young professionals and therefore loose the negative perceptions.

Bakgrund: I Sverige är dödshjälp inte lagligt men ämnet debatteras utifrån olika synsätt samt etiska aspekter. Sjukvårdspersonalens uppgift är att vårda patienter genom att lindra, trösta samt bota men om patienten inte längre vill leva samt efterfrågar dödshjälp ställs sjuksköterskan inför en utmaning. All vård skall bygga på en respekt för patientens autonomi enligt lag. Syfte: Syftet är att beskriva sjukvårdspersonalens upplevelser samt erfarenheter kring dödshjälp inom palliativ vård. Metod: En litteraturöversikt gjordes enligt Fribergs (2017) metod. De databaser författarna använde inför sökningen av vetenskapliga artiklar var följande: CINAHL Complete, PsycINFO samt PubMed . I arbetet inkluderades tio stycken kvalitativa, då författarna bedömde dessa svara på syftet. De utvalda artiklarna analyserades med hjälp av Fribergs analysmetod. Resultat: Författarna kunde identifiera tre teman genom sina valda artiklar. Sjukvårdspersonalens upplevelser samt erfarenheter av dödshjälp. Sjukvårdspersonalens teamwork. Sjukvårdspersonalens relation med patienten. Diskussion: Resultatdiskussionen delades in i tre delar, “Sjukvårdspersonalens upplevelser samt erfarenheter kring dödshjälp”, “Sjukvårdspersonalens teamwork inom dödshjälp” samt “Sjukvårdspersonalens relation med patienten”. Samt en metoddiskussion om styrkor samt svagheter om arbetets gång. / Background: In Sweden euthanasia isn't legal but the subject is still debated from different points of views and ethicals aspects. Health care professionals primary mission is to take care of patients by lindering and cure diseases. However if the patient no longer wants to live and asks for euthanasia the nurse is put in front of a challenge. All of the health care shall be built on respect for the patient's autonomy according to law. Aim: The purpose is to describe the healthcare professional’s experiences about euthanasia in palliative care. Method: A literature review was done according to Friberg's (2017) method. The databases the authors used for the search of scientific articles were as follows: CINAHL Complete, PsycINFO and PubMed. The work included ten qualitative articles, the authors assessed these to respond to the purpose of the study. The selected articles were analyzed using Friberg's method of analysis. Results: The authors was able to identify three themes through their selected articles. healthcare professional’s experience and experiences of euthanasia. Healthcare professionals teamwork. And the healthcare professionals relationship with the patients. Discussion: The discussion about the results was, divided into three parts, "Health care professional´s experience and experiences regarding euthanasia", “Health care professional´s teamwork within euthanasia” and "Health care professional´s relationship with the patient". We also did a method discussion about strengths and weaknesses of the process.

Uppsatsen syftar till att undersöka professionellas perspektiv, föreställningar och upplevelser av att arbeta med missbrukande mödrar. Sex professionella intervjuades och det empiriska materialet analyserades utifrån teorierna symbolisk interaktionism, genus teori, skam och skuld samt stigma. Studiens resultat indikerar att det fortfarande finns genusspecifika stereotyper i samhället gällande mödrar och som negativt påverkar behandling för missbrukande mödrar. Studiens resultat visar att professionellas attityder, kunskaper och föreställningar om mödrar i missbruk är av stor vikt för mödrarnas villighet till behandling, men de är även viktiga för tillgängligheten av behandling. Respondenterna anser även att en mer familjeorienterad syn, där både mödrarna och barnen är i fokus för behandling och där mödrarnas komplexa livssituation tas i beaktande, är viktigt för mödrarnas tillfrisknande. / The purpose of this study was to examine the perspectives, views and experiences professionals have of working with mothers in addiction. Six professionals were interviewed, and the empirical data was analyzed with Symbolic interactionism, Gender theory, Shame, Guilt and Stigma. The result of the study indicates that there are still gender specific stereotypes in society regarding mothers that negatively affects treatment for mothers suffering from addiction. The results also show that the professional’s attitudes, knowledge and views of mothers in addiction are of great importance to the mother’s willingness and accessibility for treatment. The respondents also believe that a more family oriented approach to treatment, where both the mother and child’s complex situations are in focus, is of importance for the mothers recovery.

In this dissertation, I explore global diffusion, rationalization, and the role global professionals play within both these processes. The main question I explore in this dissertation is: What role do global professionals play in the global diffusion and rationalization of formal structures? Within global diffusion studies, professions and professionals feature prominently. However, the literature says little about how formal structures become rationalized or, in other words, the process by which organizations, principles, and practices are rationalized. In addition, the specific, concrete ways that global professionals contribute to and partake in this diffusion is left relatively vague. My dissertation fills this gap in the literature. To do this, I focus on the new global professional field of transitional justice and, specifically, the diffusion and rationalization of truth commissions, a main mechanism of transitional justice. I draw on ethnographic and archival data derived from a year of internship within a leading transitional justice organization that works on truth commissions. I discuss the unintentional role that values play in provoking global professionals to rationalize and the consequences this rationalization has had on the diffusion of truth commissions, the values and culture of the organization, and the identity of the professionals. Theoretically, the dissertation contributes to scholarship on global diffusion and global professionals, specifically world polity theory. Empirically, the dissertation illuminates possible pitfalls non-profit organizations may fall into that subvert their foundational values and therefore offers a different approach to understanding organizational 'failures' and their potential fixes. Throughout the dissertation, I hope to highlight the import of values, both in being a driving force behind social action and within organizations, particularly those with humanitarian objectives. I also aim to make clear the precariousness of values and thus the critical need to think seriously about how they can be maintained as organizations grow, mature, and diffuse principles and practices.

Increased internal and external training approaches are elements senior leaders need to know before creating a training plan for security professionals to protect sensitive information. The purpose of this qualitative case study was to explore training strategies telecommunication industry leaders use to ensure security professionals can protect sensitive information. The population consisted of 3 senior leaders in a large telecommunication company located in Dallas, Texas that has a large footprint of securing sensitive information. The conceptual framework on which this study was based was the security risk planning model. Semistructured interviews and document reviews helped to support the findings of this study. Using the thematic approach, 3 major themes emerged. The 3 themes included security training is required for all professionals, different approaches to training are beneficial, and using internal and external training's to complement each other. The findings revealed senior leaders used different variations of training programs to train security professionals on how to protect sensitive information. The senior leaders' highest priority was the ability to ensure all personnel accessing the network received the proper training. The findings may contribute to social change by enhancing area schools' technology programs with evolving cyber security technology, helping kids detect and eradicate threats before any loss of sensitive information occurs.

Ethical codes and principles, and laws govern the behavior of health-care professionals. Yet, the impact that ethical codes and laws have on the actual moral behaviors of health-care professionals is relatively unknown. A survey on the ethical beliefs and practices of health-care professionals was sent to the United States membership of the Association for Applied Psychophysiology and Biofeedback. AAPB's heterogeneous membership offers a unique opportunity to compare the ethical beliefs and behaviors of professionals across various health-care professions, educational levels, licensure and certification statuses, age, years in practice, and gender. The survey examined the respondents' ethical beliefs and practices in the domains of confidentiality, dual relationships, and professional practice. Five hundred thirty-six surveys were returned completed. The results of the survey indicate that all respondents have substantially the same reported ethical beliefs and practices across the three domains. There were no statistically significant differences between the reported ethical beliefs or practices when compared across disciplines, educational levels, licensure or certification statuses, age, or years in practice. Statistically significant gender differences were found.

Departure among student affairs administrators in higher education has been an issue for decades (Evans, 1988; Lorden, 1998; Tull, 2006). Rates of departure from student affairs within the first five years of experience are estimated at 50% to 60% (Holmes, Verrier, & Chisholm, 1983; Lorden, 1998; Tull, 2006). However, there is very little research that examines the reasons that student affairs professionals leave the field. I conducted a qualitative study, using purposeful sampling, to determine what factors were most salient in new student affairs professionals' departure. The conceptual framework was a modified version of Daly and Dee's (2006) model that described how psychological, structural, and environmental variables affect intent to stay with an organization. Participants included 24 former student affairs professionals who earned a master's degree in student affairs administration or a related field between 2004 and 2010 and who left the field between 2009 and 2011. Data were analyzed using a constant comparative method. Findings suggest that new professionals depart student affairs for both Institutional and Individual reasons. Institutionally, professionals want to believe they are valued and supported, particularly by those in management positions. They want stable and supportive supervisors. They also seek stable organizational environments. Many feel they work too many hours for too little money and find few opportunities to advance. Individually, professionals seek a personal connection to their institution and job and leave the profession if those expectations are unmet. Additionally, some professionals find it difficult to obtain work/life balance. When they are left feeling unfulfilled in their jobs, they seek satisfaction outside of the field, pursuing other positions that more fully meet their wants and needs more. Future research could explore whether the rate of new student affairs professional departure is unusual when compared to other professions (e.g., teachers, social workers, nurses) or whether it is endemic to the student affairs profession. / Ph. D.

Indiana University-Purdue University Indianapolis (IUPUI) / The current study investigated the organizational and individual factors that promote retention for Direct Support Professionals (DSPs) who work with individuals with Intellectual and Developmental Disabilities (ID/DD) in residential or community-based settings across a Midwestern state. Twenty-seven DSPs completed qualitative and quantitative measures by responding to open-ended interview questions and supplying background information and ratings indicating their desires to stay or leave their current organizations and reasons for doing so. Content analysis was used to interpret the qualitative data and descriptive statistics, t-tests and Chi-square analyses were used to examine the quantitative data. Factors were conceptualized under three categories: (1) Intrinsic Factors, (2) Extrinsic Factors, and 3) Individual Factors. This organizational framework for DSPs is similar to retention models for other direct care workers (e.g., Ellenbecker, 2004; Li, 2007; Warburton et al., 2014). Some factors DSPs endorsed were similar to direct care workers generally, e.g., personality traits such as being loving or empathetic towards clients, having strong communication with coworkers and supervisors, and valuing the flexibility and benefits they receive on the job, whereas other factors appeared to be relatively unique to staff working with adults with ID/DD, e.g., seeing progress and change in their clients and feeling love and appreciation from clients. When the reasons DSPs stay (e.g., relationships with clients, flexibility in their schedules) and leave their jobs (e.g., financial constraints, viewing the job as temporary) were compared, they appeared to differ, but more research is warranted. Further research is also needed to examine whether the factors promoting retention for DSPs may differ based on age and on the settings in which DSPs work. Suggestions for ways to improve recruitment, retention, and training efforts for DSPs are highlighted, and the implications of the current findings are discussed.

This qualitative study examines the prevalence of violent extremist groups and criminal gangs in a county in Sweden, and what support is available for people in the county who want to leave these groups. The participants consist of eight people who in their profession can meet people who want to leave criminal gangs or violent extremists. The participants work in six different professions and in four different municipalities. Through semi-structured interviews data were collected which were analyzed based on Thematic Analysis. The theoretical frame of reference for this study is Hirschi's theory of social bond. The results show that in the studied county there is some occurrence of violent extremism, but especially of criminal gangs. From what emerges, there is a lack of insight and awareness of this among different professional groups. Support for people who want to leave criminal gangs or violent extremism is very limited, there are no Exit programs and there are no routines and contact routes between the actors involved that may be relevant for these people. Protection may be available, but other support is lacking. The conclusion of this study is that increased knowledge, awareness and support and treatment interventions in this area are central to counteracting the increase, in particular, gang crime. The results of the study can contribute to the crime prevention work in the county by highlighting the existence of this problem and the need for support for this target group. / <p>2022-01-31</p>

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